Allows employers to ask older employees to waive their legal rights under the ADEA in exchange for compensation

Americans with Disabilities Act of 1990 (ADA) as amended

Public/private employers with 15 or more employees

It is unlawful to discriminate against an otherwise qualified individual with respect to disability with respect to any employment practice

Employers must accommodate the needs of the disabled up to the point of undue hardship- reasonable accommodation/undue hardship based upon economic resources, number of employees, size of facility,feasibility

Determined on a case by case basis

Large org were expected to do more than small org

Enforcement by the EEOC

Definition of Disability

Any physical or mental impairment that substantially limits one or more major life activity (ADA Amendment of 2008)- without any consideration whether or not the disability can be corrected via medical measures

Once common practices no longer allowed under the ADA

Pre-job offer inquiries regarding disabilities are illegal

Pre-job offer medical exams are illegal

Information about a disability must be maintained in a file separate from an employee's personnel file and can only be communicated to an individual who has the right to know

PAQ- Position Analysis Questionnaire

Not recommended to require employees to write about their job. Sometimes, only 1 person holds the job, and they may not want to. Under employment-at-will law, and in the absence of a union membership, you can require it.

The employee might not produce good information

KSAOC’s

Knowledge, Skills, Abilities, and other characteristics required for successful performance.

What is the O*Net?

Occupational Information Network.

A new company can use it before doing a full-scale job analysis. They would still have to do a job analysis, because it will not exactly match the job in their organization.

The four parts of a job description are:

I: Identification section

II: Job Summary Statement

III: Essential Job Functions

IV: Job specification-KSAOCs.

Employee Recruitment

those activities that impact the quality and quantity of the applicant pool and impacts the likelihood a candidate will accept a job offer

Where does recruitment start?

After identifying a job opening, the first step of recruitment is to very carefully articulate the characteristics of the individual being sought—in order to get desired KSAOCs as described in job description

Three questions to address in developing effective recruitment policy:

1. Who to recruit? Internal candidates(promotion within) or external candidates?